We examine the influence of transformational leadership on workaholism, job performance and work-family conflict. Also, we attempt to verify the mediating effect of workaholism between transformational leadership and job performance, and work-family conflict. Additionally, we focuses on loyalty to supervisor as a possible moderator between transformational leadership and job performance, and work-family conflict. The major findings are 1) transformational leadership was positively associated with employees’ workaholism (driven to work, enjoyment of work). 2) Loyalty to supervisor had a positive moderating effect on the relationships between transformational leadership and driven to work. 3) Enjoyment of work is positively related to job performance but, contrary to hypothesis, is also positively related to work-family conflict. Also driven to work is related to work-family conflict, but contrary to hypothesis, does not affect job performance. 4) Enjoyment or work has turned out to have full mediation effects on the relationship between transformational leadership and job performance, and work-family conflict. Also, driven to work has turned out to have a partial mediation effect on the relationship between transformational leadership and work-family conflict. Finally, the moderated mediating effect of loyalty to supervisor was statistically significant in the mediation relationship of driven to work between transformational leadership and work-family conflict.